RPO - Talent Acquisition Manager GTM

📋 Description

• • Own full-cycle recruitment for Pigment’s Go-to-Market teams across EMEA and North America, partnering with Sales, Marketing, Customer Success, Solutions Engineering, Revenue Operations and Support-function leaders to define headcount plans, craft role profiles and build scalable hiring strategies that keep pace with our hyper-growth.
• • Act as a strategic talent advisor: translate quarterly OKRs into monthly hiring forecasts, map the external talent landscape and present data-driven recommendations that influence headcount decisions, compensation bands and employer-brand positioning.
• • Source and engage passive A-players through creative outbound campaigns, Boolean strings, social media, events and community partnerships; maintain a 60 % passive-to-active ratio while keeping time-to-offer under 30 days for critical GTM roles.
• • Deliver an exceptional candidate experience from first touch to onboarding: design interview loops, train interviewers on structured questioning and inclusive practices, host debriefs and negotiate offers that close 90 % of top-choice candidates.
• • Build and refine an interview scorecard library that links competencies to revenue impact; coach hiring managers on calibration, bias mitigation and evidence-based decision-making to raise quality-of-hire and reduce regrettable attrition.
• • Track funnel metrics (sourced, screened, interviewed, offers, declines) in Greenhouse and Looker; publish weekly dashboards that spotlight bottlenecks, diversity ratios and market insights, then run A/B experiments to improve conversion rates.
• • Champion Pigment’s culture externally: speak at meet-ups, host webinars and create content that positions us as the destination for ambitious GTM talent in SaaS, while internally serving as a DEI advocate who ensures every slate is balanced.
• • Iterate on our employer-brand playbook: collaborate with Marketing to launch targeted campaigns on LinkedIn, Glassdoor and niche communities, amplifying stories from our top reps and CSMs to triple inbound applications within 12 months.
• • Partner with People Ops to design onboarding journeys that reduce ramp-to-quota for new AEs from 120 to 90 days and for CSMs from 90 to 60 days, ensuring every hire feels productive and valued from day one.
• • Contribute to global RPO best-practices: document playbooks, share sourcing hacks and mentor junior recruiters across Paris, London and New York, raising the bar for what world-class talent acquisition looks like in a remote-first scale-up.